Background Checks 2017-07-18T18:40:55+00:00

Background Screening

  • Employment History Check

  • Global Database Check

  • Court Record Check

  • Criminal Record Verification

  • Identity Verification

  • Education Verification

  • Address Verification

Background Checks

When making personnel decisions – including hiring, retention, promotion, and reassignment – employers should consider the backgrounds of applicants and employees. In addition to a drug test, you will want to do a background check for work history, education, criminal record, and possibly include a credit check. Except for certain restrictions related to medical and genetic information (see below), it’s not illegal for an employer to ask questions about an applicant’s or employee’s background, or to require a background check.

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Background screening companies carry out thorough background checks of employees and volunteers hired by you, providing you with peace of mind. InOut Labs partners with one of the most accurate background screening companies in the business and can help you eliminate employee and tenant fraud and workplace crime with comprehensive background screening.

Search our comprehensive background screening resources:

  • Multi-state criminal directory

  • National sex offender directory

  • SSN validation and Address Tracker

  • Credit reports

  • Motor vehicle records

  • Employment and education verification

  • County criminal records

  • More than 507 million criminal records

InOut Labs offers no set-up charges for instant and affordable background screening services.

Background screening brochure (w/ Comparison Chart) – pdf

Employment Background Check Guidelines

1. Make sure you comply with the Fair Credit Reporting Act

The Fair Credit Reporting Act (FCRA) regulates how employers perform an employment background check on job applicants. Contrary to popular belief, this federal law doesn’t cover just credit background checks. It covers any background report, such as driving records and criminal records obtained from a “consumer reporting agency” (CRA).

Under the FCRA, you’re typically free to conduct an employment background check and use the information if you have a clear business interest, such as hiring, firing, reassigning or promoting someone.

2. Steer clear of negligent-hiring lawsuits

If you fail to do an employment background check on applicants for certain positions, you could make your organization vulnerable to a negligent-hiring lawsuit by any worker or customer who’s been hurt by a violent employee.

A number of court decisions have established the principle that an employer has a “duty of care” to protect workers, customers and clients from injury caused by an unfit employee who an employer knew (or reasonably could have been expected to know) posed a risk.

An employer may be held liable for negligent hiring if it’s shown that:

1. An employee intentionally injured a co-worker, customer or client.

2. Few, if any, pre-employment checks were performed, and that if they had been, those checks would have likely revealed a worker’s propensity toward violent behavior.

3. The employer, knowing a worker’s propensity toward violence, did not provide proper supervision and security.

3. Check references: Legal safeguards

Contacting an applicant’s former employers is an essential step in conducting an employment background check.

Caution: Keep in mind that you can’t ask a reference any questions you are prohibited from asking an applicant. Restrict your inquiry to job-related issues.

You must also check information furnished by all candidates without discrimination against any group. Many employers have been held accountable for making cursory checks of white applicants but probing more deeply in the case of minorities.

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Our Background Screening Partner

National Crime Search is accredited by the The National Association of Professional Background Screeners (NAPBS). Leveraging their credibility and platform, we are able to offer our clients affordable and reliable background screening services.